People and culture at Uber
Uber’s yearly update about our approach to human capital management; diversity, equity, and inclusion; and our workplace culture is now part of our annual Environmental, Social, and Governance Report.
اپنے لوگوں اور ثقافت میں سرمایہ کاری کرنا
At Uber, we believe that great minds don’t think alike, and we work to ensure that our company reflects the incredible diversity of the people who connect on our platform. We aim to create an environment that fosters a sense of belonging, community, and inclusion for our employees. We’ve asked employees over the last year, “Why Uber?” And we observed a consistent answer: it’s the opportunity to work with high-caliber peers in a supportive environment where they can be their authentic selves. We’re committed to investing in our people and holding ourselves accountable for continued progress.
This year’s “People and culture” section of the ESG Report details the ways we’re working to improve accessibility for people with disabilities; the progress we’ve made for women and underrepresented populations (URP) in leadership at Uber; the actions we’ve taken for veterans and active military personnel; the partnerships we’ve developed with the LGBTQIA+ community; our engagement with civil rights stakeholders; and new approaches to improving socioeconomic mobility for people of all backgrounds.
Leadership’s commitment to diversity, equity, and inclusion
We’re committed to increasing demographic diversity at Uber, continuing our racial equity work, and becoming an ally to the communities we serve. Our Executive Leadership Team is doing their part to make this a reality. In 2023, we released a civil rights assessment and established Uber’s Equity Leadership Council.
“As a values-led company, we seek to positively impact our people, products, and partnerships globally. Our values provide a guiding light across complex terrain as we navigate geopolitical tensions, economic volatility, cultural polarization, and technological evolution. Amid this uncertainty, one thing is clear: we engage in diversity, equity, and inclusion because it’s the right thing to do.”
Oona King, Chief Diversity & Inclusion Officer
“We need more than representation of different groups; we also need equity and inclusion for all groups. ‘Great minds don’t think alike’ is one of our 8 Uber cultural values and is an anchor for us as we traverse challenges across the globe.”
Nikki Krishnamurthy, Chief People Officer
Our workforce demographics¹
At Uber, we’re diligent about tracking our demographic data and holding ourselves accountable for improving representation of women globally and underrepresented populations (URP)² in the US. That said, incremental gains are not always linear. But in conjunction with our Board of Directors, we continue to monitor the indicators and associated progress. For more demographic data, including information regarding time frames and category definitions, please reference the full ESG report.
عالمی نمائندگی¹
افرادی قوت میں تنوع (عالمی)¹
افرادی قوت میں تنوع (امریکی)²
افرادی قوت میں تنوع (علاقائی)
قیادت کی نمائندگی
افرادی قوت میں تنوع (عالمی)¹
افرادی قوت میں تنوع (امریکی)²
نئی ہائرنگز کی نمائندگی
نئی ہائرنگز کی نمائندگی
نئی ہائرنگز میں نسل کے لحاظ سے نمائندگی کی %
Past reports on people and culture
Select the links below for access to our past years’ full reports.
2023 ESG رپورٹ
2022 لوگوں اور ثقافت کی رپورٹ
2021 کی لوگوں اور ثقافت کی رپورٹ
2020 کی لوگوں اور ثقافت کی رپورٹ
2019 کی تنوع اور شمولیت کی رپورٹ
¹Numbers reflect demographic data on December 31 of the reporting year. Additional information pertaining to workforce representation data for previous years can be found in the respective reports.
²Uber categorizes US employees as URP if they self-identify into the following demographic categories: Black or African American, Hispanic or Latinx, American Indian or Alaska Native, Native Hawaiian or Other Pacific Islander, Middle Eastern/North African and Central Asian, and Two or More Races (excluding Asian and White multiracial combination).
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